Is Your HR Team Ready For The Big Data Revolution?

Big data is disruptive technology affecting every area of our lives, from consumer statistics and behaviour to healthcare. It is now firmly established at the core of ‘the new HR’ – but is HR ready?

The short answer appears to be ‘no’.

According to a recent article published by HR website TLNT, only 14% of HR teams are taking full advantage of the HR analytics available to them through their recruiting software. A further 56% of senior HR professionals managers are reportedly ‘clueless’ when it comes to big data[1]

Big data can offer clear advantages to the talent recruitment systems of all organisations but is your HR team ready?

Understanding current trends

Technology has revolutionised recruitment to such an extent that 90% of job applications during 2014 were made either via e-mail or online.

In order to incorporate big data into talent acquisition strategies, HR must understand the current trends affecting their success, or otherwise, which include:-

Mobile : With over 50% of job searches now carried out via a mobile device, candidates are seeking ease of application. HR must respond in kind with a straightforward mobile friendly application process via their careers website - but it doesn’t stop there. Integrated recruiting software should enable applicants to gain insight into the employer’s brand and available vacancies as well as register their interest directly from a mobile device.

Recruiting CRMs : Increasing numbers of companies are using recruiting CRMs to connect and engage with potential talent. A recruiting CRM provides your business with a strategic advantage for accessing passive talent and creating your own talent community.

Online recruitment : Social media will continue to play an essential role in identifying and recruiting talent, as well as improving job performance by allowing collaboration with co-workers and customers.

Software As A Service : Cloud-based systems are more cost effective and easier to use than desktop or site-based recruitment management systems. For ease of application and understanding and analysing big data, SaaS will strengthen the success of your talent acquisition strategy. To compete in the talent race, employers must invest in cloud-based recruiting software.        

Video interviews : At the beginning of 2014 video was predicted to be this year’s hottest trend in recruitment. Video interviews are now an integral part of the online recruitment process and taken for granted by brands seeking to recruit talent on a global scale; they are also favoured by millennials. For companies seeking to boost their talent recruitment systems, the rise of video is only just beginning.

How does this connect with big data and winning the race for talent?

With the surfeit of data available via the cloud big data can be integrated with other systems as follows:-

Talent recruitment systems : As recruiting software and analytics become more sophisticated, employers will be provided with detailed information throughout their hiring process from initial CV screening via applicant tracking software through to on-boarding.  

Predictive analytics :  With more data available to HR than ever before, this historic information will guide hiring decisions and play a prevalent role in forming future talent acquisition strategies. The BBC recently reported on how the analysis of historic data from millions of job applicants, will help employers to predict which candidates will be most successful. The most effecting recruiting software is supported by applicant tracking systems which provide greater insight into where the most successful candidates come from.

Improved retention : Employee retention begins at the outset of the hiring process. The predictive analytics offered by big data, will equip all employers with the ability to improve levels of employee retention. 

Streamlined applications : Efficient e-recruitment software enables talent to apply via LinkedIn or through their other social media profiles. For talent on the move, it comes back to ease of application and a positive candidate experience.

Putting it into context

HR analytics will enable companies to fine tune the selection and retention processes but without bridging the potential skills gap and getting corporate buy-in the wealth of information available will be lost.

The abovementioned article by TLNT offers the following four steps to building an HR data team:-

  • Know what problems you're trying to solve
  • Think team
  • Assess your skills gap
  • Look for targeted external resources (effective recruiting software)

Recruitment is constantly evolving through innovation and technological advances that offer even more ways to attract and engage with talent.  Understanding that technology and how each department operations and interacts will enable companies to understand their own unique requirements.

The most effective recruiting software will meet these requirements and should be a primary consideration for employers considering the ramifications of big data and the ‘new HR’. 

Is your HR team ready for the big data revolution?

Analytics and talent recruitment systems are only effective if businesses understand the overall context and advantages offered.  If your organisation is seeking to overhaul its talent acquisition strategy, understanding how current trends and big data can be incorporated in order to attract qualified candidates is essential. Efficient talent recruitment systems will enable all businesses to connect and engage with both active and passive talent as well as improving the candidate experience.

Overwhelmed by big data and HR analytics? Advorto is a provider of world class recruiting software for all your talent acquisition needs. Talk to us today.



[1] Source : HR Grapevine www.hrgrapevine.com

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